Posted December 18, 2022 with Tags The Equal Pay Advisor
In recent years, equal pay legislation has taken a new form. Gone are the days in which recruiters must merely avoid questions about prior salary history. Now, various states require recruiters to respond to requests about the expected salary for …
Posted December 18, 2022 with Tags The Equal Pay Advisor
As 2022 draws to a close, employers are preparing for holiday parties, analyzing their staffing, and assessing compensation for the coming year in light of significant inflationary pressures and historically low unemployment rates. One item employers should consider is pay …
Posted December 18, 2022 with Tags The Equal Pay Advisor
Starting January 1, 2023, California employers will need to comply with expanded pay transparency obligations. And, starting May 10, 2023 (and annually thereafter), they will need to make changes to their annual California pay data reports. While those deadlines are …
Posted September 20, 2022 with Tags The Equal Pay Advisor
Most recruiters and hiring managers are familiar with the concept of “prohibited questions” during the hiring process—topics the employer should avoid affirmatively raising during the interview to steer clear of potential discrimination. But as state and local governments pass legislation …
Posted September 20, 2022 with Tags The Equal Pay Advisor
New York City’s pay transparency law is making waves through New York as two local governments passed similar legislation. The first to follow suit was the city of Ithaca, which enacted an almost identical pay transparency ordinance to the one …
Posted September 20, 2022 with Tags The Equal Pay Advisor, Immigration Law, Corporate Immigration
States, municipalities, and other local regulatory entities continue to impose additional pay transparency requirements upon employers hiring in various jurisdictions throughout the United States. In some locations, employers are required to provide a position’s pay ranges to job applicants upon …
Posted March 2, 2022 with Tags The Equal Pay Advisor
There’s no time like the present to conduct a pay equity audit. This year, employers face historic competition to recruit and retain talent. With continued pressure to increase DE&I efforts and a wave of new pay equity laws, a pay …
Posted March 2, 2022 with Tags The Equal Pay Advisor
New York City will soon be joining the growing list of jurisdictions that have passed pay transparency laws. Effective May 15, 2022, employers with at least four employees in New York City will be required to disclose the minimum and …
Posted March 2, 2022 with Tags The Equal Pay Advisor
Basic Reporting Requirements in Each State Illinois Who is a covered employer? For purposes of the new requirement to report pay data to the Illinois Secretary of State, covered employers are Illinois corporations or foreign corporations authorized to transact …
Posted November 16, 2021 with Tags The Equal Pay Advisor
Over the last few years, employers across the United States have become accustomed to dealing with a patchwork of state pay equity requirements, including some that give employees the right to request and openly discuss and disclose their wages. A handful of states and municipalities have gone farther, enacting pay transparency schemes under which employers must affirmatively disclose the pay ranges for a position. States that impose some kind of pay transparency requirement include California, Colorado, Connecticut, Maryland, Nevada, Rhode Island, Washington. These states, and others, have recently adopted new or revised pay equity statutes imposing additional requirements upon employers.
Posted November 16, 2021 with Tags The Equal Pay Advisor
Employers in the not-to-distant past constructed pay scales based in part on the location of the employees. Employers routinely paid employees in New York City, San Francisco, and Los Angeles a premium. By 2021, however, the concept of a worksite has been exploded, and employees work virtually from across the country. This change has dramatic implications for employers analyzing whether to structure pay scales tailored to geographic locales.
Posted November 16, 2021 with Tags The Equal Pay Advisor
The COVID-19 pandemic has impacted many areas of the employment landscape. Job descriptions, essential functions, ADA accommodations, undue hardship, and Title VII religious accommodations are all areas that have been substantially impacted by the virtual work environment and the availability of mechanisms such as Zoom to substitute for physical attendance. Pay equity analyses are just the latest area to be impacted by the virtual environment. Employers may need to rethink how they conduct their pay equity analyses going forward.
Posted September 9, 2021 with Tags The Equal Pay Advisor
Effective October 1, 2021, Connecticut employers will face a host of new pay transparency obligations. In addition, they will need to analyze—and defend—pay difference under a new, more expansive framework. With respect to transparency, the new law will require employers …
Posted September 9, 2021 with Tags The Equal Pay Advisor
The California Equal Pay Act (CEPA) recognizes a few exceptions to the general bar on pay differentials between genders: a seniority system, a merit system, a system that measures earnings by quantity or quality of production, or “a bona fide …
Posted September 9, 2021 with Tags The Equal Pay Advisor
Nevada and Rhode Island will soon join the growing list of state and local governments prohibiting employers from requesting salary history from applicants, the most common form of pay equity legislation. As employers transition to remote workforces and attract applicants …
Posted September 9, 2021 with Tags The Equal Pay Advisor
Publicly held corporations are facing increasing pressure from a variety of sources to disclose their diversity and pay equity data. Legislative and regulatory changes, activist shareholder groups, and public campaigns are beginning to have an impact. Although most corporations do …
Posted May 24, 2021 with Tags The Equal Pay Advisor
After a year unlike any other, colleges and universities are grappling with historical challenges. While adjusting to reduced attendance, converting to online programming, and ensuring a healthy and safe environment, many higher education institutions operated with significant budget shortfalls. The resulting furloughs, layoffs, and work reductions may add a wrinkle—pay equity complaints.
Posted May 24, 2021 with Tags The Equal Pay Advisor
Many states across the country have adopted new or revised equal pay laws in an effort to address pay inequities in the workplace. Illinois joined that list with March 22, 2021 amendments to the Illinois Equal Pay Act of 2003 and Illinois Business Corporation Act, which took immediate effect. The amendments require employers to assemble, submit, and, in some cases, even publish demographic and pay equity data.
Posted May 24, 2021 with Tags The Equal Pay Advisor
During the Trump Administration, equal pay advocates focused their attention on legislative and regulatory changes at the state and local levels. These advocates believed change was impossible at the federal level. Still, they successfully convinced states to revise their equal pay statutes and enhance state-level protections against pay inequities. However, with the changing of the White House, pay equity advocates have refocused their attention back on the federal government.
Posted April 5, 2021 with Tags Labor and Employment, Pay equity, The Equal Pay Advisor
Pay equity advocates have used a variety of mechanisms to pressure employers to prioritize pay equity in the workplace. These efforts include shareholder resolutions regarding pay equity, threats of divestiture, and public campaigns against particular employers. Recently, pay equity advocates have unveiled a new tactic to enhance pressure on public corporations to prioritize pay equity: failure to comply with their own pay equity promises. These lawsuits signal a new front in the activist war against perceived pay inequities.
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